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Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a case of Makerere University By Grace Bantebya Kyomuhendo Women and Gender Studies Uganda

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Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a case of Makerere University By Grace Bantebya Kyomuhendo Women and Gender Studies Uganda. Introduction. Background and why gender justice Current gender mainstreaming status - PowerPoint PPT Presentation

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Page 1: Introduction

Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a

case of Makerere UniversityBy

Grace Bantebya KyomuhendoWomen and Gender Studies

Uganda

Page 2: Introduction

Introduction

Background and why gender justice

Current gender mainstreaming status

Issues and challenges Conclusion and

recommendations

Page 3: Introduction

Background Situation of women institutions of

higher learning in Africa/Uganda is inseparable from women’s position in society

calls for a holistic approach demands that we examine the systems,

structures, norms and values of society that governs and defines the universities

Page 4: Introduction

Background (2)

It is in line within the above context that the term” gender justice “becomes relevant and significant in analyzing the situation of women and men in institutions of higher learning.

Page 5: Introduction

Background (3) Concept of justice has traditionally been

used and is derived from law as one of its attributes

Justice in that sense refers to standards of rights set or defined by law and enforced by specific institutions

In legal theory, law is defined by its attributes. 1) power relations 2) a standard of justice 3) social process

Page 6: Introduction

Background (4) In this paper gender justice relates to

whether or not individuals or groups realize de facto justice from the institutional framework and systems.

Encompass issues of access, management /leadership, rights and entitlements .

We argue that gender justice is an integral part of gender mainstreaming.

Page 7: Introduction

Gender Mainstreaming at MAK

1998. A strategic gender awareness workshop for top management

In 1999 the University Senate instituted the Senate Standing Committee

The Gender Mainstreaming Division (GMD) was approved by Senate in 2000 and by The University Council in 2001,

Page 8: Introduction

Gender Mainstreaming at MAK

GMD -- two operational sub-units. Access, Teaching and Learning and

supports efforts to engender the learning and teaching environment.

Welfare deals with student and staff welfare and other initiatives to create a gender-friendly inclusive organizational culture.

Page 9: Introduction

Enrolment women and men at Makerere university

Year of admission

Total number of males admitted

Total number of females admitted

Total admitted % of females

1990/91 1473 628 2101 30

1991/92 1422 599 2101 30

1992/93 1376 733 2109 35

1993/94 1443 787 2230 35

1994/95 1897 1053 2950 36

1995/96 3309 1723 5032 34

1996/97 3487 1952 5439 35

1997/98 3696 2115 5811 36

Page 10: Introduction

Enrolment women and men at Makerere university (2)

1998/99 5157 3214 8371 38

1999/00 6249 3987 10236 39

2000/01 7076 4721 11797 40

2001/02 8496 5322 13813 39

2002/03 6989 4649 12678 44

2003/04 8214 6941 15155 45

Page 11: Introduction

Undergraduate Student Population The rise in numbers is mainly

attributed to Private sponsorship scheme 1.5 affirmative action point’s

scheme(1990) which have provided new avenues for women

FSI sponsors female students by Carnegie

Page 12: Introduction

Representation of undergraduate students at faculty level

Men Women Total

Humanities 12,323 10,578 22,901

Sciences 3,777 1,398 5,175

Total  16,100

11,976  28,076

Page 13: Introduction

Graduate Figures for the Academic Year 2002/3 Award Men Wom

en% of women

Diplomas 140 69 33%

Masters 565 351 38%

PhD 26 8 23%

TOTAL 731 428 36%

Page 14: Introduction

Gendering the Curriculum

Faculty/Programme Course on Gender

Faculty of Agric.

BSc. Agricultural Land Use & Management

Gender in Agricultural Land Use & Management

B. Agribusiness Management Gender and Agribusiness

B. Agricultural Extension Youth and Gender Issues in Agricultural Extension

Faculty of Arts

English Language Studies Language and Gender

Linguistics Language and Gender Issues

Religious Studies Religion, Gender and Development

Page 15: Introduction

Gendering the Curriculum

PGD Environmental Journalism and Communication

Gender and Environment

MA (Literature) Gender Issues in Literature and the Media

MA (Human Rights) Gender and Human Rights

Faculty of Forestry

B. Community Forestry Youth & Gender Programme Development

Faculty of Law

LLB Gender and the Law

LLM Gender and the Law I and II

Postgraduate Diploma Gender Violence

Page 16: Introduction

Gendering the Curriculum

BSc. Nursing Women Studies

Faculty of Science

Bachelor of Sports Science

Youth, Gender Issues and Sports

Faculty of Social Sciences

BA (SS) Gender and Development

B(SWSA) Gender and Development

MA (International Relations & Diplomatic Studies)

Gender and International Relations

Page 17: Introduction

Gendering Governance and Administration at Makerere University

Policy Making

Top Management

Senior Administration

Support Staff

Technicians

Clerical assistants

Page 18: Introduction

Distribution of Academic Staff by Sex

Position Positions filled

Estab Male Female

Professors 151 43 2

Associate Professors

188 68 6

Senior Lecturers 359 153 35

Lecturers 608 345 115

Assistant Lecturers 380 111 46

Teaching Assistants 197 87 36

Total 1883 807 240

Page 19: Introduction

Gender distribution of academic staff within Faculty Leadership

0 20 40 60 80 100

Heads ofDepartment

Deans

Dep. Deans

Women

Men

Page 20: Introduction

Non-Teaching Staff distribution by gender and salary scales

EstablishmentCategory

Established Posts

M F

Senior Administrative Staff (M1 – M7)

209 104 76

Support Staff (M 8 – M13) 354 58 42

Technicians (M6 – M13) 139 73 2

Clerical assistants (M14 – M15) 282 329

Page 21: Introduction

Gender distribution by Management Position

Position Estab Men Women

Vice Chancellor 1 1 0

Deputy Vice Chancellor 2 1 1

University Secretary 1 1 0

Academic Registrar 1 1 0

University Bursar 1 1 0

Dean Students 1 1 0

University Librarian 1 0 1

Director of Planning 1 1 0

TOTAL 9 7 2

Page 22: Introduction

Gender distribution of Members of The University Council, Senate and Committees

M F Total

THE SENATE 44 7 51

Admissions Board 35 4 39

Examinations Committee 9 1 10

Academic Programmes and Library Committees 10 2 12

Quality Assurance Committee 15 2 17

Staff Development Committee 10 5 15

Board of Graduate Studies 11 1 12

Research and Publications Board 12 2 14

Gender Mainstreaming Committee 6 13 19

Page 23: Introduction

Gender distribution of Members of The University Council, Senate and Committees

Committees Members Executive

  M F Total M F Total

UNIVERSITY COUNCIL 18 6 24 1 1 2

University Appointments Board 6 4 10 2 1 3

Planning and Development 7 2 9 3 0 3

Finance Committee 12 1 13 4 0 4

Estates and Works 12 2 14 1 3 4

Establishment and Administration 8 4 12 3 1 4

Tender Board 12 3 15 3 1 4

Page 24: Introduction

Gender mainstreaming contd.

Despite the above progress , there remains key issues to be addressed

Staff especially academic Administration and management Policy and structural

transformation

Page 25: Introduction

Negotiating for gender justice Gender issues have to be

renegotiated all time and under different contexts because

No gender policy that binds the university and make it accountable

Gender as a priority in the university strategic plan has not been effectively operationalised

Page 26: Introduction

Negotiating for gender justice

Policies governing human resources, research, finance and resource allocation, information, communication and technology are not gender sensitive

...... Hence every gender issues has to be negotiated …..

Page 27: Introduction

Challenges to Mainstreaming Gender in University Teaching, Learning and Access

Limited gender awareness: Inadequate gender capacities to

mainstream Disinterest in gender Resistance to gender (transformation) limited appreciation of gender by some

policy makers,

Page 28: Introduction

Conclusion

Progress has been registered Student enrolment few admin. Position BUT The policy and structural set up

remains intact… hence gender concerns not integral of the system and structures.

Page 29: Introduction

Recommendations Engendering the policy regime of

Makerere University should be a priority capacity building for gender skills maintain a continuous gender

sensitisation conduct an in-depth gender analysis of

course content in all faculties institute special programme to support

career development for women in the university

Page 30: Introduction

Thank You

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